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2015: Most-Read Talent Acquisition News

As you greet the first workweek of the New Year, take a look back at the top 10 SHRM Online staffing articles from 2015, as determined by reader clicks. The past year was marked by increased competition to attract candidates. This coverage addresses the talent acquisition issues that resonated most with readers, including onboarding, interviewing, hiring foreign talent and measuring quality of hire.

Trying to hire the best and the brightest candidates has been a massive challenge this year, no matter the size or location of the company. Unfortunately for most recruiters, 2016 is shaping up to be even tougher as corporate pressure mounts to attract candidates who match the skill sets most in demand. While there’s no easy way to slay this dragon, there are talent acquisition strategies that are proving to be effective, including taking a new look at which groups to target as potential sources for high-quality candidates.

Failure to thoroughly complete Form I-9 paperwork led to a fine of $605,250—the largest amount ever ordered—for an events-planning company, serving as a reminder that employers need to be taking I-9 compliance very seriously.

Onboarding new hires at an organization should be a strategic process and last at least one year to ensure high retention, according to staffing and HR experts. How employers handle the first few days and months of a new employee’s experience is crucial.

What do you do when a candidate takes a cellphone call, trembles uncontrollably or maintains a yoga pose throughout an interview? What warning signs should a hiring manager or HR professional shrug off and what should they consider to be red flags when talking to job candidates?

U.S. Citizenship and Immigration Services (USCIS) proposed a new “smart” version of the Form I-9 to reduce user error and make the form easier to complete. New drop-down menus, field checks and error messages will be added to ensure accurate data entry during the employment verification process.

USCIS released a decision in April reversing earlier precedent and holding that amended petitions are required for all H-1B work location changes when a new labor condition application is filed. The agency released final guidance in July stating that it will “generally not pursue new adverse actions” against employers solely based upon a failure to file an amended or new petition for H-1B workers who changed jobsites before the April 9, 2015, decision.

Rejected job offers are inevitable, especially in today’s candidate-driven market, but some tried-and-true best practices can prevent or mitigate this unhappy surprise. When an offer is declined, what should HR do?